Talking TA

In this insightful episode, Denise Chaffin hosts Serge Boudreau and Shelly Behling Hurst from the Recruitment Flex podcast to discuss the evolving landscape of recruitment. The conversation begins with an introduction to the guests and an overview of their podcast, which offers practical advice and updates on recruitment best practices. Serge and Shelly share their diverse career journeys, emphasizing the importance of process and adaptability in recruitment. The episode delves into the challenges of modern recruitment, highlighting the explosion of job applications due to technological advancements. The speakers stress the need for effective candidate relationship management and the impact of proper rejection processes on brand reputation. They explore the generational shift in job market dynamics and the shortcomings of current Applicant Tracking Systems (ATS). A significant portion of the discussion addresses ghosting in recruitment, with practical solutions to mitigate the issue. The hosts advocate for honesty, transparency, and training for hiring managers to improve candidate experiences. The segment also explores the nuances of HR practices in the Asia-Pacific region, emphasizing the need for a clear separation between administrative HR functions and strategic roles like talent acquisition. Listeners will gain valuable insights into the importance of strategic HR, the benefits of effective communication, and the critical role of technology in shaping the future of recruitment. This episode is a must-listen for HR professionals and organizational leaders looking to enhance their recruitment strategies and foster better internal collaboration. Key Points: The Explosion in Job Applications: Technological advancements have dramatically increased the number of job applications, making it essential for companies to leverage technology effectively to manage this influx and maintain candidate relationships. Impact of Proper Candidate Rejection: Personalized rejection messages can leave a positive impression on candidates, impacting the company’s brand and reputation positively. Generational Shift in Job Market Dynamics: Millennials and Gen Z are more vocal about their job experiences, highlighting the need for employers to build trust and maintain transparency. Addressing Ghosting in Recruitment: Practical strategies such as honesty, visualization of commitment, and effective pre-boarding practices can significantly reduce ghosting incidents. Separation of HR Functions: There is a critical need to separate administrative HR tasks from strategic roles like talent acquisition, talent management, and learning and development to enhance organizational success.

Embark on a journey through the intricate world of talent acquisition with Denise Chaffin and Nicole Odom. From understanding the strategic role of sourcing specialists to navigating AI integration, vendor selection challenges, and the evolving landscape of recruitment services, this episode unveils the complexities shaping the future of talent acquisition. Explore the dynamics of retained search, contingency hiring, and gain valuable insights into building the workforce of tomorrow. Key Takeaways:    Discover the crucial role of strategic sourcing specialists in connecting organizational needs with supplier support. Uncover the impact of AI on vendor selection, tailored inquiries, and cybersecurity considerations. Explore the changing role of agencies in talent acquisition, from brokers to Recruitment as a Service (RaaS). Gain insights into retained search, contingency challenges, and potential shifts in hiring approaches post-layoffs.

In this engaging podcast episode, Denise and Marisa Bingham, Associate Vice President North American HiringZtek Consulting, explore the crucial dimensions of diversity within the workplace. From insightful discussions on employer resource groups to navigating the complexities of age and technology in the workforce, the hosts provide valuable perspectives on fostering an inclusive and harmonious workplace culture. Key Highlights: Understanding the role of employer resource groups in creating a sense of belonging for diverse employees. Navigating the challenge of fitting into a specific space within an organization, regardless of its size. Insights into starting employee resource groups in small companies and addressing disparities in larger organizations. Exploring the dynamics of the different communities in the workplace and the importance of resource groups for support. Candid conversations about age diversity, embracing technology, and bridging the generational gap in the modern workforce. The ripple effect of diversity in boardrooms, emphasizing the impact of balanced boards on organizational decisions.

Explore the dynamic dialogue between Denise Chaffin, President of Top Sauce Talent, and Craig Stearman, University Recruitment Lead for ASML. In this engaging podcast segment, they delve into topics such as ASML's global presence, the entry of Generation Z into the workforce, the significance of patience in career growth, and the fusion of university recruitment and diversity and inclusion. Gain valuable insights and advice from their conversation.

In this engaging podcast conversation, Denise sits down with Jeff Harry from Rediscover Your Play. Jeff’s company has a fascinating mission: using play and positive psychology to revolutionize the workplace. Rediscover Your Play aims to make work a source of joy, combating the disengagement and stress often found in the modern workplace. Jeff identifies three critical issues plaguing workplaces today: Retention and Turnover: Disengaged employees lead to high turnover rates. Rediscover Your Play offers innovative solutions to address this common challenge. Burnout: The aftermath of the pandemic has exacerbated burnout issues, with employees often juggling multiple roles. Rediscover Your Play provides strategies to prevent and overcome burnout. Generational Gap and AI Integration: Bridging the generational gap in the workplace, compounded by AI integration, is no small feat. Rediscover Your Play tackles this complex issue head-on. Rediscover Your Play collaborates with corporations and universities to transform workplace cultures, addressing challenges like toxicity, leadership issues, and the difficulty of having crucial conversations. Their interview includes: Addressing Toxicity Leadership Training Employee Engagement Rediscover Your Play’s workshops and interventions include reconnecting with organizational missions and values, discovering the “why” behind work, and fostering a healthier workplace culture.

In this enlightening podcast, we dive into the dynamic world of talent acquisition with two industry experts, Denise Chaffin, President of TAP Source Talent, and Craig Fisher, President of Talent Net Live AECOM and author of “Hiring Humans.” Together, they explore the impact of AI in recruiting while underlining the irreplaceable value of human connections. The conversation starts by acknowledging the benefits of AI in streamlining recruitment processes but firmly emphasizes that, despite the rise of technology, people still prefer working with people. AI is a tool, not a substitute for the recruiter’s role. The discussion takes an exciting turn with real-world examples. First, a tale from Ross Dress for Less reveals how creative and unconventional thinking can be a game-changer in challenging recruitment situations. From bus stop ads to QR codes on restaurant menus, it’s a story of innovation that inspires recruiters to think outside the box. Diving deeper, the hosts discuss strategies for recruiting positions not typically found on LinkedIn. Drawing from their experiences with JCPenney, they highlight the importance of employee advocacy, transparency, and the potent impact of employee referrals in the recruiting process. The podcast also sheds light on building strong employee communities. A fascinating example from K Technologies showcases how a pet benefits program led to a sense of belonging and community among employees. Recognition and employee engagement are at the core of the next segment. Stories from Toyota and C-A Technologies illustrate how showcasing company culture and creating fun initiatives, like “Refer a Friend Day,” can turn recruitment into an engaging experience for both employees and job seekers. The conversation continues with valuable insights into content creation and engagement. The “5 to 1” content ratio is shared, emphasizing the importance of providing value and building trust in the digital space. The hosts also discuss empathy mapping, a powerful tool to better understand and target potential candidates in recruiting efforts. When it comes to personal branding and visibility, the podcast offers practical advice. “Keyword stacking” is introduced, showing how optimizing your online profiles with relevant keywords can improve your online presence. The episode wraps up with a critical discussion on crafting unbiased job descriptions and the value of making them engaging and attractive to diverse candidates. But the podcast doesn’t stop there. It takes a surprising turn with the ingenious use of Foursquare for recruiting. The story of becoming the mayor of a Starbucks to turn check-ins into recruitment opportunities demonstrates the power of creative thinking in talent acquisition. Whether you’re a seasoned recruiter or just starting in the field, this podcast offers a treasure trove of insights, from understanding the human element in recruitment to innovative strategies that could change the game for your hiring process. Join us in this enlightening journey through the world of talent acquisition. After listening, you’ll want to bookmark this episode for future reference in your recruiting career. Don’t miss out on these valuable stories, tips, and strategies that could be your secret to success.

In this episode of “Talking TA with Top Source Talent,” Denise engages in a conversation with Lisa Karas-King & David Mellor from Trimble Inc., delving into their innovative strategies for employee retention, development, and company culture. The discussion revolves around Trimble’s distinctive organizational culture, continuous learning avenues, and unwavering dedication to employee well-being. Notably, Trimble’s internal mobility endeavors have yielded a notably lower attrition rate (around 9%) compared to industry norms (around 17%). Trimble, a global technology enterprise serving diverse sectors, underscores its commitment to employee retention and internal mobility. Throughout this dialogue, Lisa & David will offer valuable insights into their initiatives, which encompass: An internal gig assignment program that fosters employee growth and exploration of new roles without full commitment. Gig assignments, ranging from full-time to part-time, lasting weeks to months, empower employees to diversify their skill set. This inclusive program promotes learning, networking, and skill enhancement across all employees. “Coffee and Connect,” facilitating virtual coffee conversations between employees across different company segments. These random pairings encourage cross-functional collaboration, each chat lasting 15-30 minutes, thereby enriching networking opportunities and overall employee satisfaction. A mentoring program, matching employees with mentors to nurture their professional growth and progression. This program aids in clarifying career goals, identifying strengths and areas for improvement, and charting out development plans. The fruition of these initiatives is reflected in heightened employee satisfaction, decreased turnover rates, and a proliferation of developmental prospects.

In this podcast, Denise Chapman interviews Andrew Gardiner from The HireKey about the use of AI in talent acquisition. They discuss how AI is already being used to automate tasks such as prescreening candidates and assessing their fit for a job. However, they also point out that AI is not a magic bullet and that it still needs to be calibrated and integrated with existing systems in order to be effective. Some of the key points from the discussion include: AI can be used to automate tasks in the talent acquisition process, but it is not a replacement for human judgment. The effectiveness of AI depends on how well it is calibrated and integrated with existing systems. There are a number of AI tools available, but it is important to choose the right tool for the specific needs of the organization. AI can be a valuable tool for improving the efficiency and effectiveness of the talent acquisition process, but it is important to use it wisely. Here are some additional thoughts on the topic: The use of AI in talent acquisition is still in its early stages, but it has the potential to revolutionize the way that jobs are filled. As AI technology continues to develop, it is likely that we will see even more innovative ways to use AI in talent acquisition. It is important to be aware of the limitations of AI and to use it in a way that complements human judgment. Overall, this podcast provides a valuable overview of the use of AI in talent acquisition. It is a must-listen for anyone who is interested in learning more about this emerging technology.

Are you ready to navigate the ever-changing landscape of talent acquisition? Join Denise Chaffin and special guest Nancy Schempf as they dive into the unprecedented challenges and opportunities of the current labor market. In this engaging conversation, they explore how companies of all sizes are adapting to the current macroeconomic environment. From large corporations taking cautious steps to manage the economic downturn to small businesses focusing on product development, you’ll gain valuable insights into the cost of funding, employee concerns, and the growing demand for flexibility and stability in the workforce. Don’t miss out on this must-listen episode that unveils the secrets to attracting and retaining top talent in a post-pandemic world. Nancy Schempf is President of Russell Solutions Group, a professional placement staffing firm focused on engineering in the medical device industry. Prior to starting her business she worked in the same industry leading engineering, recruiting across one of the largest medical device companies in the world. With a career spanning over 25 years she has also helped in recruiting across multiple industries.

Dedicated to helping you create the best workforce for you and your team, Talking TA is your go-to podcast for staying ahead in the dynamic world of talent acquisition. Join our insightful host, Denise Chaffin, President of Top Source Talent, as she engages in thought-provoking conversations with HR and recruitment experts. Uncover the latest trends, best practices, and strategies that will elevate your recruitment game and empower you to build and retain a top-tier team. What to Expect in Talking TA: Insider Conversations: Our host, Denise Chaffin, sits down with recruiters, talent acquisition managers, HR executives, and thought leaders. Gain exclusive insights and first-hand experiences from professionals at the forefront of the industry. Talent Acquisition Unveiled: Explore the art and science of talent acquisition. From cutting-edge recruitment techniques to innovative talent management strategies, we cover it all. Stay informed about the latest industry developments. Pressing Issues in HR: Dive deep into the most pressing issues in the HR landscape. Our guests share their expertise on navigating challenges, fostering diversity and inclusion, and implementing effective recruitment methodologies. Episode Guest: Brandon Harwood is a seasoned HR professional with extensive experience in Talent Recruiting and hiring. In this episode, together with Host Denise Chaffin, they will discuss their insights on the changes we can expect to see in the coming year, including the impact of remote working, the return to in-person, work workforce adjustments, industry trends and more. Join us as we explore the latest trends in talent acquisition and how companies can adapt to the changing landscape. We’ll discuss everything from the latest technology and AI tools to the importance of employee engagement and retention. Whether you’re an HR professional or just interested in the latest trends in talent acquisition, this episode is not to be missed!

In this episode of Talking TA, Denise talks with Steven Swan, CEO of The Swan Group, about the rise of the “bionic employee” and the dramatic shifts happening across IT, business operations, and talent acquisition. Steven explains how AI is transforming technical roles, creating hybrid talent that blends business understanding with technical literacy. He covers how coding tasks are changing, why business partner roles are surging, and how transferable skills will matter more than degrees for future IT opportunities. Denise and Steven also explore what roles will become obsolete, which ones will grow, and how TA professionals can better support these evolving teams. The conversation offers a clear, grounded view into why the future belongs to employees who can sit between business and technology and articulate the “art of the possible.”Key Episode Segments:• AI is creating the “bionic employee,” where workers become faster and more effective by offloading repetitive work to AI.• Business partner and relationship management roles are booming, as companies need people who can translate business needs into technical solutions.• AI is shifting coding work back onshore, because employees can now generate and review code locally while maintaining direct communication with business teams.• Transferable skills will fuel internal mobility, especially for TA, HR, operations, and customer-facing professionals who understand how business functions work.• The middle of the hiring process remains irreplaceable, since AI cannot build relationships, qualify motivations, or manage offer dynamics the way experienced recruiters can.

In this episode, Denise sits down with Pernille Weitemeyer Larsen, Head of Global Talent Acquisition for Creative Force and co founder of Denmark’s largest TA network. Pernille shares an inside look at how TA is evolving and what needs to change for recruiters to become strategic partners instead of support staff. The conversation explores the outdated nature of traditional recruitment processes, why job posts should function more like dating profiles, and how culture fits within modern organizations. Denise and Pernille dig into AI misconceptions, the myth of resume screening, and why the human connection will matter even more as technology accelerates. They also highlight the growing shift toward flexibility, wellness, and employee centered culture. This episode delivers a powerful and practical roadmap for TA and HR teams preparing for the future of hiring.Key Episode Segments:• TA must shift from support function to strategic partner:Businesses rely on people, and recruiters should be empowered to shape long term workforce strategy.• ATS tools are still mostly glorified spreadsheets:Most resume screening is still done by humans. Candidates should not alter resumes for mythical AI filters.• Culture lives in people, not office walls:Remote and hybrid work do not weaken culture when communication, trust, and support are prioritized.• Recruitment needs a redesign:Job posts should act like dating profiles and show the personality, expectations, and culture of the team.• AI will raise the value of human skills:As AI automates technical tasks, collaboration, communication, and creativity become the true differentiators.

In this episode, Denise Chaffin sits down with industryanalyst and publisher Matt Charney to break down the real state of recruiting and what the TA community can expect in 2026. Matt brings deep context from years across recruiting, analytics, media, and workforce insights, giving a grounded and balanced view of what’s actually happening beneath the noise.The conversation covers the difference between a recessionand a reset, the impact of AI on both job stability and recruiter workflows, and why so many teams are struggling with hiring efficiency and long-term planning. Matt highlights the roles that will matter most, including talent intelligence, workforce strategy, and internal mobility design. He also explains why sourcing as we know it is already automated and whyrelationship-driven recruiting is now the strongest competitive advantage.Denise and Matt explore the shift toward employee “hugging,” burnout risk, and how companies are rediscovering the importance of cross-training, upskilling, and human-first roles. They also dig into candidate development, internal referrals, and why employer branding priorities shiftdramatically during downturns.The episode ends with practical encouragement for TAprofessionals: the market will swing back, AI is not eliminating the profession, and recruiters who develop multidimensional business, marketing, and advisory skills will thrive when hiring ramps again.Key Episode Segments:• The talent market is in a reset, not a collapse, and AI is shaping perception more than reality.• Sourcing is already automated across most tools, putting more importance on human candidate engagement.• Internal mobility, referrals, and talent intelligence will become the strongest levers for future hiring.• Employers are overextending existing staff, increasing burnout and creating demand for human-first roles.• Recruiters who build business literacy, competitive intelligence, and advisory skills will be positioned for future growth.

In this episode, Denise Chaffin sits down with Seth Stover, founder and CEO of Tide Rise, a company transforming outsourcing into a force for global good. What began as a small project in Malawi evolved into a scalable model of economic empowerment and opportunity. Seth shares how his team turned a conversation about unemployment into a thriving business that connects skilled Malawian talent with global companies—creating sustainable work, community impact, and operational efficiency.They explore how work segmentation helps companies rethink the division of labor between internal teams, AI, and global talent. Seth breaks down the Tide Rise model, showing how it goes beyond cost savings to drive transformation for both clients and communities. From building reliable infrastructure in Malawi to generating standard operating procedures for AI readiness, this episode offers a masterclass in purposeful growth, social innovation, and the future of work.Key Episode Segments:• Outsourcing with Impact – Tide Rise began as an experiment to provide opportunity in Malawi and evolved into a model that blends business efficiency with social purpose.• Work Segmentation Framework – Seth introduces a process to evaluate every task by strategy, risk, and engagement—helping companies delegate smarter across people and technology.• Economic Empowerment in Action – Employment in Malawi has ripple effects: housing stability, education access for siblings, and breaking cycles of generational poverty.• Sustainable Operations – Tide Rise built robust infrastructure—redundant power systems, high-speed connectivity, and local leadership—to maintain 99.99% uptime in a developing region.• Preparing for the AI Future – By converting workflows into ISO-compliant SOPs, clients are not just outsourcing—they’re future-proofing for automation and AI integration.

In this episode, host Denise Chaffin sits down with Gina Riley, career transition coach and author of Qualified Isn’t Enough, to explore why great talent often gets overlooked—and how to fix it. Drawing from her “Career Velocity” framework, Gina shares a nine-step process that helps leaders clarify their unique value proposition, tell their career stories with confidence, and show up as “rare candidates” in a competitive market. They discuss the importance of storytelling, executive presence, and thought leadership as career-long strategies for visibility and growth. Whether you’re an executive seeking your next role or a TA leader coaching others through transition, this conversation offers a blueprint for standing out in the modern job market.Key Episode Segments:• The Rare Candidate Framework — Research, Align, Read the Room, Evaluate to prepare for interviews with clarity and intentionality.• Your Story Is Your Edge — Craft a narrative that connects your career thread to future opportunities instead of just listing qualifications.• Thought Leadership Matters — Becoming known for your ideas takes consistent effort (18–24 months) but keeps you visible and relevant.• LinkedIn as Your Storefront — Executives and leaders must keep their profiles current to reflect both personal and company brand.• Recruiters as Strategic Partners — TA leaders should embrace curiosity, business literacy, and storytelling to influence better hiring outcomes.

Recruiters beware — the future is already here. In this episode of Talking TA, host Denise Chaffin sits down with Gail Houston Associate Director at Grail and Jim Schnyder, President of Recruiting Advisors, to explore how AI is reshaping the recruiting landscape. As co-directors of the DFW Texas Recruiters Network, they’ve spent years training recruiters to stay on the leading edge — from the early days of social sourcing to the rise of ChatGPT and beyond.Together, they unpack how recruiters can use AI for talent mapping, interview prep, and candidate evaluation while avoiding pitfalls like bias, hallucinations, and fake applicants. They also share practical examples of building custom GPTs, balancing automation with authenticity, and preparing the next generation of recruiters for an AI-driven world.This is a masterclass for anyone navigating the new intersection of technology and talent acquisition — with insights straight from two of the industry’s most forward-thinking practitioners.Key Episode Segments:• AI Isn’t New — It’s Evolving: From early ATS automation to ChatGPT, recruiters have been using forms of AI for decades. What’s new is the speed and accessibility of today’s tools.• Use AI, Don’t Be Replaced by It: Houston and Schnyder demonstrate how recruiters can use AI for talent mapping, screening, and preparation — without losing the human touch.• Bias and Hallucinations Are Real Risks: Both experts stress the importance of training AI carefully and verifying results rather than relying on automated scoring.• Fake Candidates and Deepfakes Are Rising: They share stories of interviewees using AI voice filters, fake faces, and automated answer tools — and how recruiters can spot them.• Training Is the Bridge: Through the DFW Recruiters Network, they show how simplifying AI education helps recruiters adopt new tech without fear or confusion.

In this episode of Talking TA, host Denise Chaffin reconnects with longtime colleague Meredith Leitch, who transitioned from a 25-year career at Intel into a purpose-driven second act. Meredith shares her journey through Encore Fellowships with The Fedcap Group, where experienced professionals bring corporate expertise to the nonprofit sector.They explore how retirement is being redefined—not as an ending, but as a chance to find new meaning, give back, and continue learning. Meredith discusses her work in nonprofit capacity building, intergenerational collaboration, and programs like Seniors Helping Seniors that connect generations in powerful ways.The conversation also dives into the themes of ageism, reskilling, the rise of “people systems” over HR, and the evolving role of talent acquisition professionals in an AI-driven world. Drawing parallels from golf and even movies like The Intern, Meredith and Denise highlight how experience, adaptability, and purpose remain invaluable in today’s workforce.Key Episode Segments:• Redefining Retirement – Retirement doesn’t mean stepping away from impact; Encore Fellowships and nonprofit work create new paths for purpose.• Generational Collaboration – Programs like Seniors Helping Seniors and Fedcap’s Code Generator show the power of combining wisdom with fresh perspectives.• Ageism & Opportunity – Experienced professionals offer resilience, adaptability, and focus that are critical in high-demand projects.• Talent Acquisition Shifts – TA roles are evolving from recruiting and sourcing to consultative partnerships, mirroring HR’s transition to business partners.• AI and Human Skills – AI may change processes, but empathy, intuition, and durable skills remain irreplaceable.

In this special annual panel discussion, host Denise Chaffin welcomes back Courtney Schuelke, Jamie Starner, and Michael O’Brien to revisit the state of work in 2025. Together, they share insights across industries—retail, restaurants, and technology—highlighting rising turnover rates, the challenge of employee ghosting, and the creative ways companies are trying to retain talent. Courtney discusses Sephora’s attempts at flexible scheduling and her own career pivot into finance. Jamie reflects on the restaurant industry’s struggles with closures, staffing shortages, and consumer cutbacks. Michael shares firsthand experiences of ghosting in tech recruiting and a transition into construction tied to semiconductor and AI infrastructure. From shifting job markets to the critical role of employee development, this conversation offers candid, cross-generational perspectives on navigating today’s workforce.Key Episode Segments:• Restaurants under pressure – Operators face closures, bankruptcies, and persistent turnover, with fewer people willing to return to frontline roles.• Retail burnout & new models – Sephora’s “flex” program showed both promise and pitfalls, underscoring the need for innovation in staffing and retention.• Career pivots are rising – Guests shared real stories of moving from retail to finance, restaurants to manufacturing, and tech to construction.• Ghosting persists – Candidates still report being ghosted during interviews, damaging employer brands and highlighting the need for respectful communication.• Employee development matters – Companies investing in growth, training, and mental health resources are retaining talent and building loyalty.

Rebecca Carr, CEO of SmartRecruiters, joins Denise Chaffin to discuss the company’s recent acquisition by SAP and what it means for the future of talent acquisition technology. Rebecca shares her journey from recruiter to product leader to CEO, her perspective on the ATS market’s evolution, and how AI is reshaping recruiting workflows. She explains how SmartRecruiters is pioneering AI-driven solutions like Winston, an agent designed to handle workflow orchestration and recruiter support, while emphasizing the importance of humanizing hiring in the age of automation. The conversation explores industry consolidation, recruiter skill evolution, misconceptions about AI, and what TA leaders should do now to stay ahead.Key Episode Segments:• SAP’s Acquisition of SmartRecruiters: A milestone that signals increased consolidation in the HR tech space and accelerates AI-driven innovation.• ATS Evolution 3.0: The shift from supply-chain-inspired systems to cloud-based platforms to AI-enabled, no-UI recruiting experiences.• Winston, the AI Recruiting Agent: Designed to integrate into daily workflows (Slack, Teams, ATS) and coordinate with other AI agents across the recruiting ecosystem.• Recruiting Roles Are Changing: AI will take over 82% of administrative tasks, allowing recruiters to become true talent advisors.• Practical Advice for Leaders: Start experimenting with AI now (begin with interview scheduling) and retire the mindset that automation alone equals AI.

Joseph Burns, CEO of Lupa, joins Denise Chaffin to share why the future of hiring isn't about replacing recruiters with AI, but empowering them. Drawing from personal experience building and shutting down an AI recruiter, Joseph walks through the trade-offs, risks, and realities of automation in TA. He shares how Lupa uses AI to enhance decision-making, how cultural context matters in global hiring, and why his team blends human empathy with tech-powered efficiency. This episode delivers a grounded look at AI’s limits—and what thoughtful innovation really looks like.Key Episode Segments:• AI Isn't the Solution—It's a Tool: Joseph shares why his AI recruiting startup failed and how candidates rejected being interviewed by AI, especially top talent.• Augmentation Over Automation: At Lupa, AI is used to support recruiters with better processes, scorecards, and prep—not to replace the human element.• Cultural Intelligence in Global Hiring: Joseph explains why Latin America can’t be treated as a monolith and how onboarding with cultural understanding leads to better outcomes.• Tech Stack Strategy: Lupa’s success comes from blending thoughtful AI with strong personal branding, categorizing prospects, and engaging meaningfully via LinkedIn.• Caution Over Hype: Joseph predicts a swing back from AI recruiting hype as companies realize the real risks—negative selection bias and shallow assessments.